Compare CCRI (Creative Care for Reaching Independence) vs CCRi BETA

See how CCRi vs. CCRI (Creative Care for Reaching Independence) compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
(based on 37 reviews)
(based on 13 reviews)
Career Opportunities
Compensation & Benefits
Work-life balance
Senior Management
Culture & Values
CEO Approval
CCRI (Creative Care for Reaching Independence) Ceo Shannon Bock
96%Shannon Bock
CCRi Ceo Donald Brown
90%Donald Brown
% Recommend to a friend
Positive Business Outlook


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What Employees Say

There are no reviews matching this company.
There are no reviews matching this company.
Featured Review

Current Employee - Anonymous Employee

I have been working at CCRI (Creative Care for Reaching Independence) full-time for more than 10 years


The people are incredible. My supervisor is great. My schedule has changed to fit my life.


The pay could be better. But it isn't the fault of the company. They work really hard to ensure that we are heard at the MN state legislature.

Current Employee - Devops Engineer

I have been working at CCRi full-time for more than a year


- Bleeding edge technology with a lot of opportunity to create or implement new things - High degree of trust and creative freedom from management. Requirements are defined in terms of results, and... you're free to build those results in novel and interesting ways. - Great work/life balance. PTO is solid, support for new parents is great, working hours are extremely flexible, and management is generally understanding about personal issues. - Non-hierarchical structure. While they're implemented a form of loose chain of command recently, it is still very much a meritocracy and level playing field. - Pay bands are established by career level, meaning higher gender pay equality and transparency. Gender issues in general are the best I've seen in the tech industry, and all without the tryhard HR-heavy mentality that some places adopt to try and get equivalent results. It really seems like treating people with respect and equality is just part of the culture. - Informal atmosphere. Nobody really takes themselves too seriously. PhDs, Program Managers, Directors, and even the C-level management and owners are all very personable and on a first name basis with everyone. - Good opportunities for advancement within. While some tech leads and most project managers are outside hires, there are many Directors, Tech Leads, and even C-level people who worked their way up from within the company. The owners are all the original founders as well, and you can tell that the company is their baby rather than just a cash cow. - High degree of job stability for a defense contractor. I don't believe there has ever been a layoff in the lifetime of the company. This is extremely unusual in this industry. - This isn't so much a pro as an observation, but the sheer number of genius developers, sysadmins, and data scientists who have stayed for 10+ years is incredibly unusual. Typically people in this industry switch jobs every few years to maintain growth in pay and title, but the promotion from within here, the culture, and the nature of the work makes people want to stay long-term. - The company is growing at a healthy rate and seems to have a lot of potential. I think they've done a great job of managing growth. Growing too fast or merging with another company could lead to the great culture being overwhelmed, but I think the current rate of growth is sustainable long-term and helps assimilate new employees into the excellent culture.


Most of these I don't actually consider to be that negative, but they might be a factor to someone looking to apply: - You have to prove yourself before being promoted to a level commensurate with... your experience. I've seen people with years of experience come in at relatively low levels. Fortunately, frequent performance reviews and generous advancement policy make it easy to work yourself up to your true level, but if you're expecting to come in and take a senior developer position and you're anything but a complete rockstar, it's probably not going to happen in the first year. - Paybands can make it difficult to negotiate for more money. Overall I think the benefits of this (transparency and gender pay equality) offset the negatives, but if you're a strong negotiator you may be offered higher pay elsewhere. - Pay in general is not bad by any stretch of the imagination, but is not quite as high as you might get elsewhere in Charlottesville. I personally think everything else makes it worth it, but if money is your main focus then I'd look elsewhere. - A lot of the work is defense-focused. I personally haven't run into any ethical quandaries since it's primarily focused on intel analytics, but if that's something you're morally opposed to I'd look elsewhere. It also means that your chances of being hired without a clearance, while still possible, are not as good as if you had one.

Advice to Management

All in all this is the greatest job I've ever had. I think the way employees are treated is exemplary and I particularly love the work done on ensuring equal work for equal pay. One of the only... suggestions that I'd offer would be to improve on that if at all possible, maybe publish the salary ranges for each career level and position internally for greater transparency and to help set expectations from employees. Also, I'm a fan of the way PTO is handled, but I've also spoken to a few people who rejected offers from CCRi, and they found it offputting. Perhaps clarifying that would be a good idea, since it's actually quite a generous PTO policy and above average for the industry and region. The way some offer letters are written seem to come across as if there is no PTO, just unpaid time off, even though that's not actually the case. I'm not sure if it's a possibility or not, but I think keeping that startup feeling is essential to the high quality of work done at CCRi, and I think a sale to a large defense contractor would kill that and would probably lead to a lot of employees leaving. I haven't heard anything about such a sale being considered, but just wanted to make that known. Last but not least, I know many employees have expressed interest in some form of profit-sharing, stock options, or community ownership. I realize it's private which would make some of that impossible, but perhaps offering people a small percentage of yearly profits in lieu of a raise or a portion of their salary would increase employee satisfaction and engagement.

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